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Oregon’s Equal Pay Legislation: What Employers Must Know

With the Majority of the Needs of this 2017 Equal Pay Act currently in effect in Oregon, it’s vital to make sure your organization complies with its needs.

The invoice, which entered into effect Jan. 1, 2019, prohibits discrimination in wages on the grounds of a worker’s standing as a member of any”protected class.” Protected classes include race, colour, religion, gender, sexual orientation, age, handicap status and much more. The legislation requires employers to cover workers who perform work of a”similar character” equally. Employers should prove all reimbursement differentials are based on bona fide factors linked to the position.

There Are Lots of steps companies can take to Make sure they are in compliance with the legislation:

Conduct an equal pay evaluation. Produce an Evaluation procedure to estimate and proper wage disparities among workers who perform work of a similar character.

Evaluate your workers’ compensation. Be able To articulate a number of elements that affect every worker’s compensation. Contemplate seniority, skills, effort, duties, etc..

If needed, fix wages. Should you find a Pay discrepancy, you have to raise the wages of this lower-paid individual. You might not lower another individual’s salary.

Don’t question job applicants about their Salary history. The legislation prohibits employers from asking about job applicants’ salary history.

Don’t discourage employees from talking Reimbursement with each other. The legislation protects workers who wish to go over their reimbursement with each other.

The legislation applies to all forms of compensation, Including wages, benefits and bonuses.

Chenoweth Law Group provides compliance guidance To companies in all facets of employment legislation and functions as trial counsel in employment cases.

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